Each search begins with a focused kickoff, typically about 60 minutes, to understand the business mandate, role, team, culture, strengths, weaknesses, stakeholders, success measures, and possible failure points.
The work is to define a genuine success profile—not recycle a job description.
We agree the target and adjacent source environments, candidate profile, salary, bonus, equity, relocation, temporary housing, interview participants, interview sequence, timing, decision authority, and candidate experience. This is the operating plan for a search that respects everyone’s time.
We proactively identify and recruit active and passive executives from the environments most likely to produce the right capability, motivation, affordability, and fit. The market is approached with discretion, context, and a clear point of view.
We assess career pattern, scale and complexity, leadership style, judgment, functional depth, cultural adaptability, motivation, compensation, relocation, career transitions, risks, and trade-offs. A typical shortlist includes four to six executives.
We prepare candidates, guide the interview sequence, gather timely feedback, and lead separate client and candidate debriefs. Follow-up information is surfaced quickly so decisions to advance or release are clear. In-depth references are personally conducted.
Before the formal offer, we pressure-test genuine candidate interest, compensation and equity, relocation, timing, family considerations, counteroffer exposure, unresolved concerns, and alignment on what comes next.
We support resignation coaching, counteroffers, a professional departure, access to the client before starting, relocation and temporary housing, spouse and family realities, and onboarding. Separate two-week and one-month check-ins with client and executive, feedback surveys, early conflict resolution, and open-ended availability keep the transition on track.
SUITABLE CLIENTS
• have a consequential leadership need
• provide access to real decision-makers
• discuss the business candidly
• make time for calibration and timely feedback
• value a thoughtful candidate experience
• want judgment and partnership, not résumé volume
NOT DESIGNED FOR
• the cheapest résumé source
• an unaligned role
• a process managed entirely through an ATS
• organizations unwilling to engage directly or make timely decisions
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